The learning management system (LMS) should be a primary support tool for ensuring strategic execution is successful. A business that is focused on strategic execution needs all people to be working on the right tasks at the right time. The whole organisation needs to know the strategic goals and their role in achieving them. A learning management system, with the right features and tools, is ideally suited to align people to strategy and provide learning support.

One of the biggest barriers to successful execution is people not having access to information and learning to support their work. An organisation with high levels of productivity and engagement does not lose focus by people having to search for information and learning on topics they need to complete tasks. The learning management system should be a key software tool to improve productivity and engagement with learning.

If the LMS is not performing these vital functions effectively then it is acting as a roadblock to strategy execution. How does a well implemented learning management system support strategic execution? Below are some of the ones we have identified in our most recent implementation projects.

Configurable, flexible and scalable organisation structure in the LMS that accurately reflects how the business operates and its ongoing reporting needs.

Ability to support large numbers of users and an extended enterprise. The performance of the LMS should not be compromised when there are large user populations accessing it.

User administration of large populations is supported with the user interface, bulk actions and adaptable configurations.

The LMS includes extensive automated actions and workflow configurations to support how the organisation operates. You should not be forced to adapt your workflows to the LMS.

Reporting must be extensive and flexible. The LMS should provide senior leadership historical and predictive indicators to support decision making.

Integration and data sharing is essential to support the organisation’s information architecture. The LMS should not be an ‘island’ of data.

It is critical that the selection process reflects requirements that are both strategic and tactical. The requirements are best collected and assessed drawing on a wide range of stakeholders in the organisation including the ‘C suite’.

There are just some of the areas that we assess when working on a new LMS acquisition plan with a client. This helps us assess the various LMS software options and vendors that are proactively updating their software to meet changes in the workforce and operating environments.

Are there plans for any mergers and acquisitions?

Is the business likely to open up offices in other locations?

Will be business adopt a remote workforce model?

Does the business currently support a channel or may do so in the future?

Will the business undertake a digital transformation project and will the new learning management system remain fit for purpose?

There are some organisation and culture shifts you and your leadership team may want to consider when developing your strategy.
Focus on speed by encouraging decision- making outside safety net you may have in your culture. Do your people make decisions with enough information or are decision stalled by too much research and risk aversion?
Design your strategy and execution plan to accommodate the dynamism that exists in your industry sector(s), competitors and within your organisation. Resist the common temptation to build objectives based on expected outcomes and focus on value creation. Value creation may demand more course correction and fluidity in business processes.
Push decision making to the points in your organisations that are faced with the immediate need to make those decisions. Remove your fear and recruit and develop your people to make decisions rapidly and in response to needs. This is becoming even more critical in the competition for the best customer experience.
Change your training models to focus on individual needs. One size fits all may be ok for compliance training but if you want to attract and retain talent, you must offer tailored development that will benefit your people and your organisation.
As you empower people to make decisions quickly, change your thinking about leadership. Shed the outdated model of leadership bestowed by title and position. Any person can be a leader and you want as many in your organisation as you can recruit and develop.
Using principles to align your people and your organisation is far more effective and adaptable that stacks of policy and procedure manuals. Principles require modelling and incessant communication at all levels of the organisation and particularly by leadership. Principles need to be part of the performance review process.

Leaders of organisations around the world understand the strategic need to build capabilities in their organisations to remain competitive. There are many methods used to build capabilities and on-the-job training remains very common. Strategy that is designed without learning is seriously flawed.

Online learning is a key part of any strategy to build capability. In my experience, many organisations start out with a compliance focus for online learning. When moving to include other purposes for online learning, e.g. leadership development, it is critical that a framework is developed to support the learners and measurement of outcomes.

How do you create a learning strategy that will help drive performance and be fully aligned with your strategic objectives?

Build your learning plans based on customer feedback and adapting to changes in expectations that customers have in dealing with your organisation and your competitors.

Assess how much of your learning and development resources are allocated to frontline employees. Performance increases in your frontline employees are often easier to measure and possibly faster to achieve.

When you develop learning plans, align the curricula to strategic objectives. A capability gap analysis is going to provide more accuracy to aligning learning with strategic objectives. I like to see capability gap analyses performed as part of a strategic planning project.

Learning and development needs to be predictive. Your strategy is designed to keep your organisation competitive. I recommend you drill down from macro-environmental changes in your market all the way down to succession and recruitment needs within a time horizon that makes sense for your business.

To support your learning strategy and sustain performance improvements, I suggest the following:

Consider incentivising self-directed learning. There are so many effective ways to do this.

Standardise learning processes as much as you can to assist in measurement. You may choose different target populations for standardisation as opposed to standardising across the organisation.

Some of the most effective capability building strategies include directly linking learning to the performance management process.

I encourage my clients to build learning more deeply into the fabric of a culture by adding learning engagement to the key objectives for managers. I have seen excellent results when managers include learning in their weekly and/or monthly team and individual meetings or catch ups. The benefits achieved include higher levels of learning engagement and a feedback loop on learning experiences and future needs.

Encourage blended approaches to learning by identifying subject matter experts in your organisation. You might consider adding communities of practice or a coaching/mentoring program to leverage knowledge in support of learning activities.

If you would like to discuss these ideas or want to explore implementing a new learning strategy in your organisation, you are welcome to get in touch with me via the contact details on this site.

According to an excellent whitepaper by Aon Hewitt, (Getting Real About Creating a High Performance Culture, 2016),” ….46% of organisations identified defining or aligning culture as a key priority.”

Culture is a key competitive advantage. Change is occurring too rapidly to forecast accurately. The workforce is facing challenges in their personal lives that may lead to increased fear and uncertainty about the future. The separation between personal and work life has always been a myth. Now that we have non-stop news and information overload assaulting us from every device we have, it is impossible to imagine the workplace as a quarantine. It is a tough time to define, build and sustain a high performance culture.

In some experiences I have had recently, organisations have had leadership adopt a ‘batten down the hatches’ philosophy. The indicators visible to an external consultant working with such an organisation include poor strategic communication, confusion about accepted behavioural norms and fear. The fear is not always easily identified. I always find it in companies that lack meeting rhythm between managers and employees. I see it where there is little ‘ground level’ innovation going on to improve effectiveness and productivity. There are other ways fear is identified.

How does a leader deal with culture in this geo-political economic era? I suggest it is a return to some very basics of interpersonal relationship skills. It would be great if it was not a ‘return’ as opposed to a refocusing. Most people involved in an interpersonal relationship and particularly an intimate one, would identify communication as the primary contributor to the health of the relationship.

It is no different in an organisational culture. However, many leaders of organisations have behavioural styles that deliver communication in short direct bursts as opposed to a story or interactive dialogue. Communication is often delegated and diluted. People see through this and it only leads to greater fear, uncertainty and disengagement.

I believe vision is critical. Vision is critical to individuals, couples, families, organisations, communities and all the way up to nation states. Without a vision it is impossible to build a compelling strategy and even more impossible to engage people to execute the work needed to achieve strategic objectives.

Without a vision, your mission will be detached and unaligned to anything meaningful to your people. Lack of meaning equals lack of engagement. Lack of engagement kills a high performance culture.

These are only two big picture contributors to a sustainable high-performance culture. Communication and vision. There are others. I offer below two of the most impactful high- level initiatives that will contribute to changing a toxic or poor performance culture to a high performance culture.

·Learning and development is part of the culture and not dependent upon people asking permission or waiting for approval. Senior leadership support learning and allocate resources to learning opportunities openly. Learning is linked to performance management processes. Learning is used to support innovation and collaborative, social knowledge sharing.

·Senior leadership is visible and accessible. There are some huge companies I have worked with that have leaders who leverage technology to remain accessible. When senior leadership communicates, they do so openly and transparently. Senior leadership repeats vital messages to ensure there is retention. The senior leadership never cease to show the alignment of strategy to the work that people are doing throughout the organisation.

According to a recent study published by SHRM, 9 out of 10 line managers report that they do not like preparing for and delivering the annual performance review. 9 out 10 HR Managers report that they cannot rely on the data in the annual performance reviews. And most employees will agree that they would rather go to the dentist than go through a performance review!

What’s the point? Many people complain they see no outcomes from performance reviews. If there are no next actions then why are they conducted in the first place?

Clearly the system is broken!

It does not have to be this way. Give your managers the learning they need to deliver effective performance reviews that will build a performance culture and improve employee engagement. Performance Reviews can be a positive experience for both managers and their people.

Introducing the Performance Management and Development Toolkit for Managers. This set of e-learning courseware will solve some of the most common performance management, performance review and development headaches. Turn the one time per year discussions into on-going discussions. Create valuable annual reviews driving development resulting in more motivated employees.

Get in touch and we can let you have a look at this suite of e-learning modules.